This study examines the impact of top management's green commitment and sustainable practices on environmental performance in IT organizations, highlighting the mediating role of Green Human Resource Management (GHRM) and the moderating effect of artificial intelligence. The research emphasizes the need for organizations, particularly in underdeveloped contexts like Pakistan, to adopt environmentally friendly HR practices to enhance employee engagement and organizational performance. Key objectives include assessing the relationships between top management commitment, sustainable practices, and environmental performance while providing insights for strategic improvements in organizational sustainability.

1. Final project Presentation
Impact of Top Management's Green Commitment and
Sustainable Practices on organizational Environmental
Performance: “ The mediating role of GHRM and
Moderator role is Artificial Intelligence"

2. Sonia Kanwal
s2022277014
Presented By
Samina Nawaz
s2022277023

3. • Organizations like Information Technology (IT) are
dealing with a number of internal and exterior
difficulties. The challenging climate of fierce competition
and environmental concerns calls for innovation and
change in human resource management techniques
(Suliman.M.A, 2017)
INTRODUCTION

4. • According to current research,How to influence
environmental performances by use top management
green commitment and sustainable practices
techniques.
• We'll also look at how Green Human Resource Practices
(HRM) play a crucial role in shaping organizational
outcomes, along with the enhancing impact of Artificial
Intelligence (AI)..
INTRODUCTION

5. Environmental performance is a crucial aspect when
combining your IT organization, and properly targeting
growth factor receptors has shown to be a profitable
avenue for new helpful improvements (Angelica, 2013).
Background of the study

6. • Increase employees’ efficiency and effectiveness
• Reduce cost and better employee engagement
• Reduce labour turnover and absenteeism
• Easy to recruit new employees / Can attract suitable
qualified candidate pool
Background of the study

7. Overall, enhancing environmental performance in IT
organizations necessitates top management's
commitment to green practices, as well as the
execution of sustainable practices and environmentally
friendly information technology (Veronica Brodén
Gyberg,2022)
Background of the study

8. IMPORTANCE
Two essentials
Environment-
friendly HR
practices
The preservation
of knowledge
capital

9. Gap
Pakistan is one of the world's underdeveloped countries,
so which will have an influenced by dynamic environment.
Organizations in Pakistan have low knowledge of HRM and
restricted prospects in comparison to emerging countries
(Babu, 2017).

10. Gap
After analysis there is need to Green HRM critical for IT
companies success with the help of top manangement
green commitment & sustainable because they can create
ecological environment for enhancing the innovation and
performance of individual.

11. Research OBJECTIVES
• To assess the impact of top management greencommitment on the green human resource
management.
• To analyze the impact of sustainable practices on green human resource management.
• To examine the impact of green human resource management on environmental
performance.
• To evaluate the mediating role of green human resource management between the
relationship of top management green commitment, sustainable practices and
environmental performance.
• To analyze the moderating role artificial intelligence between the relationship of top
management green commitment, sustainable practices and green human resource
management.

12. Research q uestionS
Q1: Do the impact of top management green commitment on green human
resource management?
Q2: Does the impact of sustainable practices on green human resource
management?
Q3: Do the impact of green human resource management on environmental
performance?
Q4: Does the mediating role of green human resource management between
the relationship of top management green commitment, sustainable practices
and environmental performance?
Q5: Do moderated role of artificial intelligence between the relationship of top
management green commitment, sustainable practices and green human
resource management?

13. Significance of study
• This study would help organizations in developing
strategies to reduce the specific types of perceived risk
• The study will provide useful ecological environment full
collaboration with employees and seniors.
• Employees awareness of new techniques
• Reduce communication gap

14. Conceptual Framework
Environmental
Performance
 TMGC
 SP
GHRM
Artifical Intelligence

15. Literature Review

16. Author Title Research Result
Maharaja
Ranjit Singh
College
of Professional
Sciences,
Indore, MP,
INDIA
Green HRM: People
Management
Commitment to
Environmental
Sustainability
An internal environmental content
considered for the long term to which the
employees of an organizations and
procedures created the linked
environmental performance sustainable
Amjad Ali,
Abdul
Hameed
Policy framework
for implementation
of sustanable
procurement practices
in healthcare industry
These practices prioritize environmental
conservation, social responsibility, and
economic viability by minimizing resource
depletion, reducing pollution, and
promoting resilience in systems and
communities

17. Author Title Research Result
Mohammad
Ashraful
Alam
Effect of green human
resource management
(GHRM) overall on
organization’senvironmen
tal performance: The
mediating role of green
employee empowerment
GRHM is a set of strategies for businesses
to develop its human resources in ways
that improve their EP and long-term
sustainability
Kapila
Fonseka and
Adam Amril
Jaharadak
Impact of E-commerce
adoption on
business performance of
SMEs Sri Lanka;
moderating role of
artificial intelligence
Researcher argue that the influence
of the social-technological context, such
as flexible organisational structure,
proper training, dealing with fear and
change management, and
upskilling employees, can further
strengthen to achieve favourable

18. Introduced a resource-based view (RBV)
that explained how organisations have to
create their uniqueness through valuable,
rare, difficult to imitate and non
substitutable resources are the most
specific position for an organisation’s long-
term success
Barney (1991)
THEORetical framwork
Resource Based
View

19. Hypothesis
H1:TMGC has a significant impact on GHRM.
H2: SP has a significant impact on GHRM.
H3: GHRM has a significant impact on EP and also mediates the relationship
between TMGC, SP and AI as a moderator
H4: The AI significant impact both the relationship between TMGC, SP and
GHRM.
H5: GHRM significant impact as a mediators the relationship between TMGC ,
SP and AI as a moderator.

20. METHodololy
• Research Philosophy: This research adopts the positivism philosophy for the
following reason: the study's dissertation identified a relationship between multiple
variables and the effect they have on the information technology (IT) industry.
• Research Approach: In this quantitative study, the researcher will implement an
deductive approach as supported through positivism philosophy, because it’s
generating a hypothesis based on useful literature and concepts.
• Purpose of Research: In this thesis refers to the descriptive research purpose
with correlation, because they analysis objectivity, systematically and description
about the relationship of all variables.
• Data Collection Method: A questionnaire survey technique is implemented in the
present investigation.

21. METHodololy
• Time Horizon: in this study was considered a cross-sectional research investigation because it gathered
information all at once, making use of questionnaires and evaluating previous investigations.
• Unit of Analysis: the unit of analysis of this investigation is top managers, middle managers, employees,
any individual member belonging to IT’s fields and industry.
• Sample Size: The implementation of G*Power software for calculating sample sizes. Therefore, the
sample size is 381.
• Sampling Technique: The implemented of the convenience sampling for this research.
• Analysis Data: Smart PLS 4

22. RESULTS
AND
INTERPRETATIONS

23. Correlation Analysis
Variables AI EP GHRM SP TMGC
ArtificialIntelligence 1
EnvironmentalPerformance 0.846 1
GreenHumanResource
Management
0.735 0.653 1
SustainablePractices 0.792 0.734 0.715 1
TopManagementGreen
Commitment
0.757 0.693 0.741 0.83 1
This study had 381 individuals. This thesis contains information on alpha reliabilities.
* There is a significant association at the 0.5 level (two-tailed).
* At the 0.1 level, the correlation is significant (two-tailed).

24. Variable Cronbach’s Alpha Value
Artificial Intelligence
0.945
Environmental Performance 0.943
Green Human Resource
Management
0.837
Sustainable Practices 0.961
Top Management Green
Commitment
0.922
relaibility Analysis

25. MODEL
FIT

26. Findings of this study addressed the gap of lack of
knowledge about GHRM.
This study's findings add to the developing research
on green human resource management and have
practical effects for organizations that want to meet
environmental performance.
Lead to a more effective top management decisions
which in turn affects employee perceptions about
performance.
Findings

27. Limitations
• Research context was limited to Lahore based IT
organizations.
• Future research may extend this to other cities
aswell as to provinces to prove more effective
reuslts.
• The upper management asked questions only

28. Innovation
Declining performance is the visible gap in
IT organizations of Pakistan due to lack
of understanding of GHRM practices and
Alignment in AI practices support environmental
performance which is beneficial for all stakeholders

29. WHAT I LEARNED
After complete this project we realized research are most
important for any type of organizations because they give
quality solution about their company environment and also
we learned the GHRM practices and artificial intelligence
are most important for the IT organizations are likely to
improve in Pakistan and the public & private organizations
need to adopt this strategies and scientifically approved
measures such as to focus training, performance appraisal
and compensation practices to enhance the performance
level

30. Thanks for
Your attention
Dear FACULTY MEMBERS